Objectives:To assess job satisfaction among anesthesia graduates working in various medical institutions across China.Methods:A cross-sectional survey was conducted,collecting demographic information,Minnesota Satisfa...Objectives:To assess job satisfaction among anesthesia graduates working in various medical institutions across China.Methods:A cross-sectional survey was conducted,collecting demographic information,Minnesota Satisfaction Questionnaire scores,work pressure,and turnover intentions.Multiple linear regression analysis was used to examine factors influencing job satisfaction.The electronic survey was distributed to Chinese anesthesia graduates from December 2021 to January 2022.Results:A total of 595 questionnaires were distributed,with 318 valid responses,resulting in a response rate of 53.4%.The participants’overall job satisfaction score on the Minnesota Satisfaction Questionnaire was 75.85±12.57.Multiple linear regression analysis identified the following variables as significantly associated with job satisfaction:age,daily working hours,income,current position,and work pressure.Conclusions:Anesthesia graduates in China reported slightly higher-than-average overall job satisfaction.However,several issues remain.Attention should be given to the impact of factors such as youth,long working hours,low income,current position,and high work pressure on job satisfaction.The government should support anesthesiologists with improved training,job security,and benefits to enhance job satisfaction.展开更多
This study examines how training opportunities influence teachers’job satisfaction,emphasizing the mediating effect of AI self-efficacy among primary and secondary school teachers in Wuhan,China.Current research empl...This study examines how training opportunities influence teachers’job satisfaction,emphasizing the mediating effect of AI self-efficacy among primary and secondary school teachers in Wuhan,China.Current research employed a quantitative,cross-sectional design.Data were collected using an online questionnaire from 655 primary and secondary school teachers in Wuhan.Structural equation modelling(PLS-SEM)was utilized for data analysis.Results confirmed significant positive relationships between training opportunities and both AI self-efficacy and job satisfaction.Besides,AI self-efficacy was found to significantly mediate the relationship between training opportunities and job satisfaction.This study contributes to the body of knowledge by empirically showed the relatively unexplored psychological pathway(AI self-efficacy)linking training opportunities to job satisfaction within AI-intensive educational contexts.The findings enhance understanding of how structured training in AI can positively influence teachers’attitudes and job-related outcomes.Educational policymakers and administrators can utilise these findings to develop specialised training programs,thereby improving teacher self-efficacy,job satisfaction and overall effectiveness in responding to technology changes.展开更多
Background:Employment can support the recovery of individuals with Severe Mental Disorders by promoting autonomy,reducing hospital admissions and associated costs,fostering social connections,and providing structure t...Background:Employment can support the recovery of individuals with Severe Mental Disorders by promoting autonomy,reducing hospital admissions and associated costs,fostering social connections,and providing structure to their daily lives.The objective of this pilot study was to analyse job satisfaction and perceived social support in people with severe mental disorders who are users of an Employment Guidance and Support Service in southern Spain.Methods:A descriptive cross-sectional pilot study was carried out with a sample of 39 workers with mental disorders from the province of Huelva(southern Spain)who were users of the Employment Guidance and Support Service of the Regional Government of Andalusia(Spain).Perceived Organisational Support was assessed with the Spanish short version of the Survey of Perceived Organizational Support and the S10/12 Job Satisfaction Questionnaire.Results:As findings,87.2%of the sample reported high levels of job satisfaction,and 61.5%of the subjects surveyed perceived high levels of support.Regarding the variable Perceived Support,84%of workers from ordinary companies and 50%of those from Special Employment Centres(SECs)considered that they had sufficient support.There was a positive correlation between support and satisfaction(Spearman’s Rho=0.423).Conclusion:The results suggest a positive relationship between support and satisfaction,warranting further longitudinal research with larger samples.This pilot study provides preliminary insights into the relationship between perceived organizational support and job satisfaction among workers with severe mental disorders.展开更多
This study examined the mediating role of job satisfaction in explaining the relationship between work-family conflict and life satisfaction among Turkish academicians.Employing a cross-sectional study design 645 acad...This study examined the mediating role of job satisfaction in explaining the relationship between work-family conflict and life satisfaction among Turkish academicians.Employing a cross-sectional study design 645 academicians aged between 24 and 65(male=45.1%,female=54.9%;professors=12.1%,associate professors=17.7%,assistant professors=28.2%,lecturers=17.8%,research assistants=24.2%;mean age and SD=39.72±8.94)completed the Job Satisfaction Scale,Life Satisfaction Scale,and the Work-Family Conflict Scale.They also self-reported their demographics.The findings from PROCESS MACRO analysis indicated work-family conflict to predict lower job satisfaction among academicians.Those with higher job satisfaction were also self-reported with higher life satisfaction.Lob satisfaction mediated the relationship between the academician’s work family conflict and life satisfaction for higher life satisfaction.The findings of this study indicate a need to implement work-family and life satisfaction measures to enhance job satisfaction among academics.展开更多
This study aimed to explore the mediating roles of self-efficacy and intrinsic motivation on the relationship between teacher autonomy and teacher job satisfaction.Data were from the Teaching and Learning International...This study aimed to explore the mediating roles of self-efficacy and intrinsic motivation on the relationship between teacher autonomy and teacher job satisfaction.Data were from the Teaching and Learning International Survey(TALIS 2018),with a sample of 3131 junior high school teachers(female=2337;male=794)from Shanghai,China.The mediating effect was analyzed using structural equation modeling.The results showed that teacher autonomy was positively associated with teacher job satisfaction,self-efficacy,and intrinsic motivation.Both self-efficacy and intrinsic motivation were associated with teacher job satisfaction.Self-efficacy was associated with teacher intrinsic motivation.Self-efficacy and intrinsic motivation not only served as independent mediators between teacher autonomy and teacher job satisfaction but also played a chain mediating role.Moreover,the separate mediating effect of self-efficacy was the most significant.Findings are consistent with the job demands-resources model by which diminished teacher autonomy ould explain lower teacher job satisfaction.展开更多
This paper analyzes the current research status of job satisfaction among obstetric nurses at home and abroad,including research methods,influencing factors,correlation relationships,and countermeasures to improve job...This paper analyzes the current research status of job satisfaction among obstetric nurses at home and abroad,including research methods,influencing factors,correlation relationships,and countermeasures to improve job satisfaction of obstetric nurses.It aims to provide a reference for subsequent studies on job satisfaction of obstetric nurses.展开更多
Objectives:This study aimed to explore the status of job satisfaction,emotional labour,core competencies and job stress and the associations of emotional labour and core competencies with the job satisfaction of nurse...Objectives:This study aimed to explore the status of job satisfaction,emotional labour,core competencies and job stress and the associations of emotional labour and core competencies with the job satisfaction of nurses in China.Methods:Data were collected by using a self-designed general information questionnaire,a job satisfaction questionnaire(McCloskey/Mueller Satisfaction Scale),a nurse emotional labour questionnaire,the Competency Inventory for Registered Nurses questionnaire,and a nurse job stressor questionnaire.A total of 13,448 nurses from 92 hospitals across mainland of China were surveyed,and 11,337 respondents(84.3%response rate)completed the questionnaires.Results:The survey results indicated that Chinese nurses had average job satisfaction(24.77±5.23),moderate job stress(86.84±21.12),moderate to high emotional labour experiences(55.08±9.63)and high competency(195.77±37.61).Multiple linear regression indicated that surface acting was negatively correlated with job satisfaction(P<0.01),while deep acting(P<0.01)and nurses'core competence(P<0.01)were positively associated with job satisfaction.Besides,The results also indicated job stress,geographical distribution,hospital category,gender,work shift,only children,parenting status,monthly salary,nursing experience,professional title,hospital area were the influencing factors of job satisfaction(P<0.05).Conclusion:The improvement of the emotional labour and competency of nurses may help enhance their job satisfaction.展开更多
Objectives:Previous studies in China's Mainland found ICU nurses to be less satisfied with their jobs and more inclined to leave them than are nurses in other hospital units.We aimed to determine ICU nurses'pe...Objectives:Previous studies in China's Mainland found ICU nurses to be less satisfied with their jobs and more inclined to leave them than are nurses in other hospital units.We aimed to determine ICU nurses'perspectives on the factors that influence job satisfaction and whether or not to continue working in the ICU.Methods:Nine ICU nurses were asked five open-ended questions to elicit the nurses'perspectives on job satisfaction and intentions to leave.Data were analyzed according to the process described by Knafl and Webster(1988).Core concepts were identified using the constant comparative method.Results:Two themes emerged as major influences on job dissatisfaction:1)stress experienced from excessive workload demands and the ICU work environment,and 2)a lack of respect and recognition for the nurses'work.Two themes emerged as major influences on job satisfaction:1)recognition of work,and 2)professional opportunities and relationships with coworkers.The effects of job satisfaction or dissatisfaction on the nurses'intentions to leave their jobs varied,although three categories were identified.Conclusions:For ICU nurses in China,sources of job dissatisfaction are potentially remedied with simple interventions.Adequate staffing is necessary but not sufficient for a positive work environment.Administrators should address the factors that directly affect their nurses'levels of job satisfaction,as it will ultimately result in less staff turnover and greater patient care.展开更多
Objective:The paper aims to explore the status of intensive care unit(ICU)nurses'self-esteem,job satisfaction,and subjective well-being and to investigate the relationship among the three elements.Methods:A cross-...Objective:The paper aims to explore the status of intensive care unit(ICU)nurses'self-esteem,job satisfaction,and subjective well-being and to investigate the relationship among the three elements.Methods:A cross-sectional survey of 224 nurses from five teaching hospitals in Tianjin,China,was conducted.Self-esteem scale,job satisfaction scale,and subjective well-being scale were used to explore the status of ICU nurses'self-esteem,job satisfaction,and subjective well-being.Correlation among the three elements was calculated by SPSS 17.0.Results:The scores of three scales(i.e.,ICU nurses'self-esteem,job satisfaction,and subjective well-being)were 27.67±3.41,43.57±9.04,and 69.73±11.60,respectively.The subjective well-being was significantly positively correlated with self-esteem and job satisfaction(r=0.454,P<0.01;r=0.584,P<0.01,respectively).Conclusion:The study shows that the prevalence of subjective well-being and self-esteem with ICU nurses are at a low level,and job satisfaction is at the median level.Associations among self-esteem,job satisfaction,and subjective well-being in ICUs have been confirmed.Self-esteem and job satisfaction positively correlated with nurse subjective well-being.The higher the self-esteem and job satisfaction levels are,the stronger the subjective well-being is.The working pressure in ICUs cannot be alleviated temporarily;hence,to promote a high subjective well-being,managers and ICU nurses increase their self-esteem and job satisfaction through taking strategies that strengthen psychological construction.展开更多
Objective:Job satisfaction is a positive emotional feeling in the working environment,and it is an essential tool with which to improve patient safety,nurses’efficiency and performance,quality of care,retention and t...Objective:Job satisfaction is a positive emotional feeling in the working environment,and it is an essential tool with which to improve patient safety,nurses’efficiency and performance,quality of care,retention and turnover of nurses,and commitment to the organization and the profession.There are few studies on job satisfaction of nurses in the country.Therefore,this review aims to estimate the pooled prevalence of job satisfaction among Ethiopian nurses using the available studies.Methods:This systematic review used the Preferred Repor ting Items for Systematic Reviews and Meta-Analyses(PRISMA)guideline to synthesize the evidence on the prevalence and associated factors of nurses’job satisfaction.Databases used for searching the included ar ticles from Pub Med,Embase,CINHAL,Google Scholar,HINARI,and Science Direct.All papers selected for inclusion were subjected to a rigorous appraisal using a standardized critical appraisal checklist(JBI checklist).STATA software(version 11)was used for the analysis,and 95%confidence intervals were calculated.The Cochrane Q test statistics and I2 tests were used to assess the heterogeneity prevailing between the studies.Finally,a random effect model was computed to estimate the pooled prevalence of nurses’job satisfaction in the country.Results:In this review,the data of 1,151 nurses were obtained from six studies.The pooled prevalence of nurses’job satisfaction was found to be 39.53%(24.52,54.53).The prevalence of job satisfaction in the Central part of Ethiopia was low:31.12%(95%CI 5.25,56.99)compared to the South-Eastern part of Ethiopia’s 48.01%(95%CI 36.51,59.52).The most common predictors identified were salary(P<0.05),the leadership of the organization(P<0.05),and training opportunities(P<0.05).Conclusions:The pooled prevalence of job satisfaction among nurses was found to be low in comparison with global data.The significant predictors for nurses’job satisfaction are based on the review findings,salary,leadership of organization,and training opportunities.展开更多
Background: Both, job satisfaction with quality of provided health care is considered the main issue which directly influences the health care field because if nurses do not give the quality care to their patients the...Background: Both, job satisfaction with quality of provided health care is considered the main issue which directly influences the health care field because if nurses do not give the quality care to their patients then the patient dissatisfaction increased. Job satisfaction is defined as the extent of workers’ contentedness with their job, either they like the job or individual aspects or facets of jobs, such as type of work or regulation. Objective: To assess nurses’ job satisfaction and perceived organizational support with their effect on quality of provided health care in Saudi Arabia. Methods: Nurses in Saudi Arabia governmental hospitals during the period from 1st March to 30th April 2020 were invited and consecutively included. Data were collected using online questionnaire. Results: The study included 355 nurses with their ages ranged from 25 to 55 years old. Females were 216 (60.8%) of the total participants. Exact of 267 (75.2%) nurses reported that they like the type of work they do, 245 (69%) provided with satisfactory equipment to accomplish my task. There was a significant relation between organizational support and job satisfaction with their effect on quality of care. Conclusion: Organizational support positively affected nonsatisfaction which in turn positively affected quality of delivered care.展开更多
At present,as of June 15,2019,the Ministry of Education announced a total of 2,956 institutions of higher learning in China,including 2,688 regular institutions of higher learning(including 266 independent colleges)an...At present,as of June 15,2019,the Ministry of Education announced a total of 2,956 institutions of higher learning in China,including 2,688 regular institutions of higher learning(including 266 independent colleges)and 268 adult institutions of higher learning.At present,the development of colleges and universities is also facing serious problems.With the development and progress of the times,many colleges and universities are getting better and better,which is closely related to the teachers’strength and teachers’job satisfaction.It is very important to improve the job satisfaction of university staff.The introduction of teachers is crucial,and many schools are weak in teaching staff,which hinders the long-term development of schools.The turnover of teachers in colleges and universities is closely related to job satisfaction.At present,the overall turnover of teachers in colleges and universities is too frequent.The rapid development of China’s colleges and universities is still expanding the scale of development,which requires more teachers.In the ensuing enterprise competition,university positions are not dominant,mainly in the current life,salary is very important,family expenses,parents,and children’s expenses are getting higher and higher,but the salary of university teachers cannot keep up with the development of the times.At present,one of the problems in colleges and universities is that salary promotion is not friendly to teachers with old qualifications,high academic qualifications,and high professional titles.Therefore,to improve the job satisfaction of college teachers is the only way for the long-term development of colleges and universities.This study investigated the relationship between job satisfaction and employee performance among 341 teachers from N University in Nanning,Guangxi province,China.The independent variable is six factors of job satisfaction,including working environment,salary and promotion,job security,relationship with colleagues,relationship with supervisor,and fairness level.The dependent variable is three factors of employee performance,including enthusiasm,availability,and job engagement.Finally,through data analysis,it was concluded that there was a positive correlation between teachers’job satisfaction and staff performance in N University.展开更多
The purpose of this study was to empirically examine the job satisfaction of Guangxi private universities based on two-factor theory.With the rapid development of private colleges and universities,there are also many ...The purpose of this study was to empirically examine the job satisfaction of Guangxi private universities based on two-factor theory.With the rapid development of private colleges and universities,there are also many problems restricting the development of private colleges and universities.Therefore,this study is specially helpful for the private colleges and universities in Guangxi.In order to carry out this study,the population was taken to be those teachers of the private colleges and universities in Guangxi.A sample(N=384)of teachers was taken using simple random sampling from the private colleges and universities in Guangxi.It was hypothesized that work achievement,work itself,work development,duty,compensation and benefit,salary,work environment,organization system,interpersonal relationship,and leadership management had positive influence on customer decision-making.The results were analyzed with the help of SPSS software.Descriptive statistical analysis,Pearson correlation test,and regression analysis were used to test hypothesis.The results showed the overall job satisfaction of teachers in private universities in Guangxi is unsatisfactory;only working environment and interpersonal relationship in five dimensions are satisfactory,while other dimensions are unsatisfactory.It is understood that the existing health care factors in private colleges and universities in Guangxi cannot eliminate the dissatisfaction state of teachers’work,and the incentive factors cannot effectively stimulate the enthusiasm of teachers.展开更多
Introduction: Nurses’ job satisfaction is referring to the level to which people feel that they are able to have an influence on their workplace. Nurse leaders should use a variety of empowerment strategies that are ...Introduction: Nurses’ job satisfaction is referring to the level to which people feel that they are able to have an influence on their workplace. Nurse leaders should use a variety of empowerment strategies that are important to nurses’ job satisfaction. Meanwhile, meaningful recognition for nurses is considered a powerful tool to enhance nurses’ sense of self-efficacy especially facing an emotional challenge that may affect their wellbeing. Aim: The aim of the studies is to analyze the importance of nurses’ recognition, and empowerment towards nurses’ job satisfaction at KFSH-D. Method: This study takes the form of a quantitative research methodology, and descriptive-analytical technique. A questionnaire used to gather data from registered nurses employed at King Fahad Specialist Hospital-Dammam (KFSH-D) about the structural empowerment and nurses’ recognition program impact on their job satisfaction. Following the collection of data, the descriptive statistic used to describe the personal characteristics of the respondents, while inferential statistics used to determine the statistical relationship existing between independent variable job satisfaction and the structural empowerment and nurses’ recognition program among the registered nurses at KFSH-D as dependent variables. Recommendation: The researcher only focuses on the in-patient units, future studies, are recommended to focus on every dimension and category level of units. Apart from that, when looking into job satisfaction and empowerment, to be more specific, the researcher could investigate another dimension by comparing age, and clinical working experience which may provide a depth of understanding of the contribution perception of structural empowerment. Conclusion: The findings of the studies reveal recognition and empowerment are assets to make nurses stay and increase their level of job satisfaction and task assignments.展开更多
The success of teachers in professional environments has a desirable influence on their mental condition.Simply said,teachers’professional success plays a crucial role in improving their mental health.Due to the inva...The success of teachers in professional environments has a desirable influence on their mental condition.Simply said,teachers’professional success plays a crucial role in improving their mental health.Due to the invaluable role of professional success in teachers’mental health,personal and professional variables helping teachers succeed in their profession need to be uncovered.While the role of teachers’personal qualities has been well researched,the function of professional variables has remained unknown.To address the existing gap,the current investigation measured the role of two professional variables,namely job satisfaction and loving pedagogy,in Chinese EFL teachers’professional success.To do this,three validated scales were provided to 1591 Chinese EFL teachers.Participants’answers to the questionnaires were analyzed using the Spearman correlation test and structural equation modeling.The data analysis demonstrated a strong,positive link between the variables.Moreover,loving pedagogy was found to be the positive,strong predictor of Chinese EFL teachers’job satisfaction and professional success.The findings of the current inquiry may help educational administrators enhance their instructors’professional success,which in turn promotes their mental and psychological conditions at work.展开更多
Background:This study conducted a longitudinal analysis of the association between job satisfaction and stress or depressive symptoms of employed persons with disabilities(PWDs)based on the data from the 1st to 8th Pa...Background:This study conducted a longitudinal analysis of the association between job satisfaction and stress or depressive symptoms of employed persons with disabilities(PWDs)based on the data from the 1st to 8th Pannel Survey of Employment for the Disabled(PSED).Methods:After excluding missing values,data on 1614 participants at baseline(1st wave)were analyzed using the chi-square test and generalized estimating equation(GEE)model for data from 1st to 8thPSED.Results:It was found that for each one-unit increase in the job satisfaction score,the stress scale decreased by 0.004(B:−0.004,95%CI:−0.006–−0.002,p-value:<0.0001).Compared to the very high job satisfaction group,the low job satisfaction group was more likely to experience perceived stress(odds ratio[OR]:2.127,p-value:0.001)and experience depressive symptoms(OR:3.557,p-value<0.0001).Furthermore,in terms of the overall satisfaction with their current job among the PWDs,compared to the‘satisfied’group,the‘unsatisfied’group had higher perceived stress(OR:1.593,p-value<0.0001)and depressive symptoms(OR:2.688,p-value<0.0001).Conclusions:There was a close association between job satisfaction and stress or depressive symptoms among employed PWDS.This study’s findings may serve as foundational research to support improving mental health in this population.In addition,it is anticipated that these findings can be used as evidence to improve the work environment for PWDs within the context of Korean corporate culture.展开更多
Objective:The objective of this study was to assess and compare job satisfaction and organizational commitment among nurses working on temporary versus permanent basis at a tertiary care teaching hospital,Uttarakhand,...Objective:The objective of this study was to assess and compare job satisfaction and organizational commitment among nurses working on temporary versus permanent basis at a tertiary care teaching hospital,Uttarakhand,India.Materials and Methods:A total of 250 nurses(125 temporary and 125 permanent)were selected using stratified disproportionate random sampling techniques from a tertiary care teaching hospital.Sociodemographic datasheet,Job Satisfaction Survey scale,and Organizational Commitment scale were used to collect data.Results:The study results revealed that the job satisfaction score was significantly higher in permanent nurses(139.1±15.4)than in temporary nurses(131.3±12.2)(P<0.001).However,temporary nurses(85.2±14.4)were more committed toward organization than permanent nurses(80.0±16.0)(P<0.001).There was a significant association between nurses’job satisfaction and their gross salary(P<0.001)and their organizational commitment with the selected profession by own will(P<0.001).Conclusion:The present study concluded that majority of temporary and permanent nurses reported a moderate level of job satisfaction and organizational commitment.This study suggests enhancing employee satisfaction can improve organizational commitment.As well,this study’s findings can serve as a valuable foundation for designing policies to enhance organizational commitment in the future.展开更多
The main aim of the research is survey of relationship between personality characteristics with academic staffs’ job satisfaction and mental health in the University of Guilan. The statistic population was all these ...The main aim of the research is survey of relationship between personality characteristics with academic staffs’ job satisfaction and mental health in the University of Guilan. The statistic population was all these academic staffs in the year of 2014 (500). 196 individuals have selected by Kerjecy & Morgan (1970) and random sampling method. The research instruments were personality characteristics (NEO), General Health Questionnaire (GHQ) and self-made questionnaires. Pearson’s Correlation, Multiple Regression and Multiple Variant (Manova) have used for analyzing data. Results showed that there was a relationship among neurotic and settlement’s personality characteristics with job satisfaction and neurotic, openness, extroversion personality characteristics and settlement with mental health. Some of personality characteristics had been anticipators of mental health and job satisfaction and personality characteristics with mental health and job satisfaction had differenced depend on sociologic variances relationships.展开更多
The purpose of this study is to explore and examine employees＇ perceptions of recognition and appreciation among Telekom Malaysia （TM） employees in Melaka and the psychological influence it has on their job satisfa...The purpose of this study is to explore and examine employees＇ perceptions of recognition and appreciation among Telekom Malaysia （TM） employees in Melaka and the psychological influence it has on their job satisfaction, performance, productivity, and commitment towards the organizational goals. According to one of the laws of psychology which ＂says if you want someone to repeat a behavior, you should positively recognize the behavior immediately＂. Thus, it has been positively affirmed that every human being like to be recognized and appreciated because it is an innate aspiration. Conversely, even though there is nothing complex about recognition and appreciation, studies has found that these items consistently receive the lowest ratings from employees. Furthermore, research conducted over so many eras constantly and consistently discovered that people care about fair treatment, thus, recognition and appreciation of employees must be done appropriately and timely in order for the program to be effective and efficient and achieve its full objective and set goal of motivation. The constructs that will be used in this study will be operationalized using previously-validated and originally developed measures with little or no modifications where necessary to suit the present research context while the primary data of this research will be analyzed using AMOS software.展开更多
Locus of control theory,which was developed by Rotter,suggests that there are two main types of peoples’behaviors when attributing their failure or success of their life events:external locus of control and internal....Locus of control theory,which was developed by Rotter,suggests that there are two main types of peoples’behaviors when attributing their failure or success of their life events:external locus of control and internal.The way that individuals act is determined by their expectations of their specific behaviors and the value that they add to these expectations.For instance,people who fit in the internal category are more likely to attribute their life events to their own behaviors,skills,and attitudes,while people who fit in the external category,tend to attribute their acts to fate,chance,and other exterior factors that are out of their control.The aim of this systematic literature review was to define the fundamental concept of LOC theory,to investigate major findings of the theory in accordance with LOC and procrastination,job satisfaction,and performance and lastly,to discuss the practical use of the theory in the organizational context.展开更多
基金supported by the Basic Medical Research Foundation of Naval Medical University(2022SK029 and 2023QN035).
文摘Objectives:To assess job satisfaction among anesthesia graduates working in various medical institutions across China.Methods:A cross-sectional survey was conducted,collecting demographic information,Minnesota Satisfaction Questionnaire scores,work pressure,and turnover intentions.Multiple linear regression analysis was used to examine factors influencing job satisfaction.The electronic survey was distributed to Chinese anesthesia graduates from December 2021 to January 2022.Results:A total of 595 questionnaires were distributed,with 318 valid responses,resulting in a response rate of 53.4%.The participants’overall job satisfaction score on the Minnesota Satisfaction Questionnaire was 75.85±12.57.Multiple linear regression analysis identified the following variables as significantly associated with job satisfaction:age,daily working hours,income,current position,and work pressure.Conclusions:Anesthesia graduates in China reported slightly higher-than-average overall job satisfaction.However,several issues remain.Attention should be given to the impact of factors such as youth,long working hours,low income,current position,and high work pressure on job satisfaction.The government should support anesthesiologists with improved training,job security,and benefits to enhance job satisfaction.
文摘This study examines how training opportunities influence teachers’job satisfaction,emphasizing the mediating effect of AI self-efficacy among primary and secondary school teachers in Wuhan,China.Current research employed a quantitative,cross-sectional design.Data were collected using an online questionnaire from 655 primary and secondary school teachers in Wuhan.Structural equation modelling(PLS-SEM)was utilized for data analysis.Results confirmed significant positive relationships between training opportunities and both AI self-efficacy and job satisfaction.Besides,AI self-efficacy was found to significantly mediate the relationship between training opportunities and job satisfaction.This study contributes to the body of knowledge by empirically showed the relatively unexplored psychological pathway(AI self-efficacy)linking training opportunities to job satisfaction within AI-intensive educational contexts.The findings enhance understanding of how structured training in AI can positively influence teachers’attitudes and job-related outcomes.Educational policymakers and administrators can utilise these findings to develop specialised training programs,thereby improving teacher self-efficacy,job satisfaction and overall effectiveness in responding to technology changes.
文摘Background:Employment can support the recovery of individuals with Severe Mental Disorders by promoting autonomy,reducing hospital admissions and associated costs,fostering social connections,and providing structure to their daily lives.The objective of this pilot study was to analyse job satisfaction and perceived social support in people with severe mental disorders who are users of an Employment Guidance and Support Service in southern Spain.Methods:A descriptive cross-sectional pilot study was carried out with a sample of 39 workers with mental disorders from the province of Huelva(southern Spain)who were users of the Employment Guidance and Support Service of the Regional Government of Andalusia(Spain).Perceived Organisational Support was assessed with the Spanish short version of the Survey of Perceived Organizational Support and the S10/12 Job Satisfaction Questionnaire.Results:As findings,87.2%of the sample reported high levels of job satisfaction,and 61.5%of the subjects surveyed perceived high levels of support.Regarding the variable Perceived Support,84%of workers from ordinary companies and 50%of those from Special Employment Centres(SECs)considered that they had sufficient support.There was a positive correlation between support and satisfaction(Spearman’s Rho=0.423).Conclusion:The results suggest a positive relationship between support and satisfaction,warranting further longitudinal research with larger samples.This pilot study provides preliminary insights into the relationship between perceived organizational support and job satisfaction among workers with severe mental disorders.
文摘This study examined the mediating role of job satisfaction in explaining the relationship between work-family conflict and life satisfaction among Turkish academicians.Employing a cross-sectional study design 645 academicians aged between 24 and 65(male=45.1%,female=54.9%;professors=12.1%,associate professors=17.7%,assistant professors=28.2%,lecturers=17.8%,research assistants=24.2%;mean age and SD=39.72±8.94)completed the Job Satisfaction Scale,Life Satisfaction Scale,and the Work-Family Conflict Scale.They also self-reported their demographics.The findings from PROCESS MACRO analysis indicated work-family conflict to predict lower job satisfaction among academicians.Those with higher job satisfaction were also self-reported with higher life satisfaction.Lob satisfaction mediated the relationship between the academician’s work family conflict and life satisfaction for higher life satisfaction.The findings of this study indicate a need to implement work-family and life satisfaction measures to enhance job satisfaction among academics.
文摘This study aimed to explore the mediating roles of self-efficacy and intrinsic motivation on the relationship between teacher autonomy and teacher job satisfaction.Data were from the Teaching and Learning International Survey(TALIS 2018),with a sample of 3131 junior high school teachers(female=2337;male=794)from Shanghai,China.The mediating effect was analyzed using structural equation modeling.The results showed that teacher autonomy was positively associated with teacher job satisfaction,self-efficacy,and intrinsic motivation.Both self-efficacy and intrinsic motivation were associated with teacher job satisfaction.Self-efficacy was associated with teacher intrinsic motivation.Self-efficacy and intrinsic motivation not only served as independent mediators between teacher autonomy and teacher job satisfaction but also played a chain mediating role.Moreover,the separate mediating effect of self-efficacy was the most significant.Findings are consistent with the job demands-resources model by which diminished teacher autonomy ould explain lower teacher job satisfaction.
文摘This paper analyzes the current research status of job satisfaction among obstetric nurses at home and abroad,including research methods,influencing factors,correlation relationships,and countermeasures to improve job satisfaction of obstetric nurses.It aims to provide a reference for subsequent studies on job satisfaction of obstetric nurses.
文摘Objectives:This study aimed to explore the status of job satisfaction,emotional labour,core competencies and job stress and the associations of emotional labour and core competencies with the job satisfaction of nurses in China.Methods:Data were collected by using a self-designed general information questionnaire,a job satisfaction questionnaire(McCloskey/Mueller Satisfaction Scale),a nurse emotional labour questionnaire,the Competency Inventory for Registered Nurses questionnaire,and a nurse job stressor questionnaire.A total of 13,448 nurses from 92 hospitals across mainland of China were surveyed,and 11,337 respondents(84.3%response rate)completed the questionnaires.Results:The survey results indicated that Chinese nurses had average job satisfaction(24.77±5.23),moderate job stress(86.84±21.12),moderate to high emotional labour experiences(55.08±9.63)and high competency(195.77±37.61).Multiple linear regression indicated that surface acting was negatively correlated with job satisfaction(P<0.01),while deep acting(P<0.01)and nurses'core competence(P<0.01)were positively associated with job satisfaction.Besides,The results also indicated job stress,geographical distribution,hospital category,gender,work shift,only children,parenting status,monthly salary,nursing experience,professional title,hospital area were the influencing factors of job satisfaction(P<0.05).Conclusion:The improvement of the emotional labour and competency of nurses may help enhance their job satisfaction.
基金This study was sponsored by Shanghai Pujiang Program,Shanghai Government,China.No.2005105.
文摘Objectives:Previous studies in China's Mainland found ICU nurses to be less satisfied with their jobs and more inclined to leave them than are nurses in other hospital units.We aimed to determine ICU nurses'perspectives on the factors that influence job satisfaction and whether or not to continue working in the ICU.Methods:Nine ICU nurses were asked five open-ended questions to elicit the nurses'perspectives on job satisfaction and intentions to leave.Data were analyzed according to the process described by Knafl and Webster(1988).Core concepts were identified using the constant comparative method.Results:Two themes emerged as major influences on job dissatisfaction:1)stress experienced from excessive workload demands and the ICU work environment,and 2)a lack of respect and recognition for the nurses'work.Two themes emerged as major influences on job satisfaction:1)recognition of work,and 2)professional opportunities and relationships with coworkers.The effects of job satisfaction or dissatisfaction on the nurses'intentions to leave their jobs varied,although three categories were identified.Conclusions:For ICU nurses in China,sources of job dissatisfaction are potentially remedied with simple interventions.Adequate staffing is necessary but not sufficient for a positive work environment.Administrators should address the factors that directly affect their nurses'levels of job satisfaction,as it will ultimately result in less staff turnover and greater patient care.
文摘Objective:The paper aims to explore the status of intensive care unit(ICU)nurses'self-esteem,job satisfaction,and subjective well-being and to investigate the relationship among the three elements.Methods:A cross-sectional survey of 224 nurses from five teaching hospitals in Tianjin,China,was conducted.Self-esteem scale,job satisfaction scale,and subjective well-being scale were used to explore the status of ICU nurses'self-esteem,job satisfaction,and subjective well-being.Correlation among the three elements was calculated by SPSS 17.0.Results:The scores of three scales(i.e.,ICU nurses'self-esteem,job satisfaction,and subjective well-being)were 27.67±3.41,43.57±9.04,and 69.73±11.60,respectively.The subjective well-being was significantly positively correlated with self-esteem and job satisfaction(r=0.454,P<0.01;r=0.584,P<0.01,respectively).Conclusion:The study shows that the prevalence of subjective well-being and self-esteem with ICU nurses are at a low level,and job satisfaction is at the median level.Associations among self-esteem,job satisfaction,and subjective well-being in ICUs have been confirmed.Self-esteem and job satisfaction positively correlated with nurse subjective well-being.The higher the self-esteem and job satisfaction levels are,the stronger the subjective well-being is.The working pressure in ICUs cannot be alleviated temporarily;hence,to promote a high subjective well-being,managers and ICU nurses increase their self-esteem and job satisfaction through taking strategies that strengthen psychological construction.
文摘Objective:Job satisfaction is a positive emotional feeling in the working environment,and it is an essential tool with which to improve patient safety,nurses’efficiency and performance,quality of care,retention and turnover of nurses,and commitment to the organization and the profession.There are few studies on job satisfaction of nurses in the country.Therefore,this review aims to estimate the pooled prevalence of job satisfaction among Ethiopian nurses using the available studies.Methods:This systematic review used the Preferred Repor ting Items for Systematic Reviews and Meta-Analyses(PRISMA)guideline to synthesize the evidence on the prevalence and associated factors of nurses’job satisfaction.Databases used for searching the included ar ticles from Pub Med,Embase,CINHAL,Google Scholar,HINARI,and Science Direct.All papers selected for inclusion were subjected to a rigorous appraisal using a standardized critical appraisal checklist(JBI checklist).STATA software(version 11)was used for the analysis,and 95%confidence intervals were calculated.The Cochrane Q test statistics and I2 tests were used to assess the heterogeneity prevailing between the studies.Finally,a random effect model was computed to estimate the pooled prevalence of nurses’job satisfaction in the country.Results:In this review,the data of 1,151 nurses were obtained from six studies.The pooled prevalence of nurses’job satisfaction was found to be 39.53%(24.52,54.53).The prevalence of job satisfaction in the Central part of Ethiopia was low:31.12%(95%CI 5.25,56.99)compared to the South-Eastern part of Ethiopia’s 48.01%(95%CI 36.51,59.52).The most common predictors identified were salary(P<0.05),the leadership of the organization(P<0.05),and training opportunities(P<0.05).Conclusions:The pooled prevalence of job satisfaction among nurses was found to be low in comparison with global data.The significant predictors for nurses’job satisfaction are based on the review findings,salary,leadership of organization,and training opportunities.
文摘Background: Both, job satisfaction with quality of provided health care is considered the main issue which directly influences the health care field because if nurses do not give the quality care to their patients then the patient dissatisfaction increased. Job satisfaction is defined as the extent of workers’ contentedness with their job, either they like the job or individual aspects or facets of jobs, such as type of work or regulation. Objective: To assess nurses’ job satisfaction and perceived organizational support with their effect on quality of provided health care in Saudi Arabia. Methods: Nurses in Saudi Arabia governmental hospitals during the period from 1st March to 30th April 2020 were invited and consecutively included. Data were collected using online questionnaire. Results: The study included 355 nurses with their ages ranged from 25 to 55 years old. Females were 216 (60.8%) of the total participants. Exact of 267 (75.2%) nurses reported that they like the type of work they do, 245 (69%) provided with satisfactory equipment to accomplish my task. There was a significant relation between organizational support and job satisfaction with their effect on quality of care. Conclusion: Organizational support positively affected nonsatisfaction which in turn positively affected quality of delivered care.
文摘At present,as of June 15,2019,the Ministry of Education announced a total of 2,956 institutions of higher learning in China,including 2,688 regular institutions of higher learning(including 266 independent colleges)and 268 adult institutions of higher learning.At present,the development of colleges and universities is also facing serious problems.With the development and progress of the times,many colleges and universities are getting better and better,which is closely related to the teachers’strength and teachers’job satisfaction.It is very important to improve the job satisfaction of university staff.The introduction of teachers is crucial,and many schools are weak in teaching staff,which hinders the long-term development of schools.The turnover of teachers in colleges and universities is closely related to job satisfaction.At present,the overall turnover of teachers in colleges and universities is too frequent.The rapid development of China’s colleges and universities is still expanding the scale of development,which requires more teachers.In the ensuing enterprise competition,university positions are not dominant,mainly in the current life,salary is very important,family expenses,parents,and children’s expenses are getting higher and higher,but the salary of university teachers cannot keep up with the development of the times.At present,one of the problems in colleges and universities is that salary promotion is not friendly to teachers with old qualifications,high academic qualifications,and high professional titles.Therefore,to improve the job satisfaction of college teachers is the only way for the long-term development of colleges and universities.This study investigated the relationship between job satisfaction and employee performance among 341 teachers from N University in Nanning,Guangxi province,China.The independent variable is six factors of job satisfaction,including working environment,salary and promotion,job security,relationship with colleagues,relationship with supervisor,and fairness level.The dependent variable is three factors of employee performance,including enthusiasm,availability,and job engagement.Finally,through data analysis,it was concluded that there was a positive correlation between teachers’job satisfaction and staff performance in N University.
文摘The purpose of this study was to empirically examine the job satisfaction of Guangxi private universities based on two-factor theory.With the rapid development of private colleges and universities,there are also many problems restricting the development of private colleges and universities.Therefore,this study is specially helpful for the private colleges and universities in Guangxi.In order to carry out this study,the population was taken to be those teachers of the private colleges and universities in Guangxi.A sample(N=384)of teachers was taken using simple random sampling from the private colleges and universities in Guangxi.It was hypothesized that work achievement,work itself,work development,duty,compensation and benefit,salary,work environment,organization system,interpersonal relationship,and leadership management had positive influence on customer decision-making.The results were analyzed with the help of SPSS software.Descriptive statistical analysis,Pearson correlation test,and regression analysis were used to test hypothesis.The results showed the overall job satisfaction of teachers in private universities in Guangxi is unsatisfactory;only working environment and interpersonal relationship in five dimensions are satisfactory,while other dimensions are unsatisfactory.It is understood that the existing health care factors in private colleges and universities in Guangxi cannot eliminate the dissatisfaction state of teachers’work,and the incentive factors cannot effectively stimulate the enthusiasm of teachers.
文摘Introduction: Nurses’ job satisfaction is referring to the level to which people feel that they are able to have an influence on their workplace. Nurse leaders should use a variety of empowerment strategies that are important to nurses’ job satisfaction. Meanwhile, meaningful recognition for nurses is considered a powerful tool to enhance nurses’ sense of self-efficacy especially facing an emotional challenge that may affect their wellbeing. Aim: The aim of the studies is to analyze the importance of nurses’ recognition, and empowerment towards nurses’ job satisfaction at KFSH-D. Method: This study takes the form of a quantitative research methodology, and descriptive-analytical technique. A questionnaire used to gather data from registered nurses employed at King Fahad Specialist Hospital-Dammam (KFSH-D) about the structural empowerment and nurses’ recognition program impact on their job satisfaction. Following the collection of data, the descriptive statistic used to describe the personal characteristics of the respondents, while inferential statistics used to determine the statistical relationship existing between independent variable job satisfaction and the structural empowerment and nurses’ recognition program among the registered nurses at KFSH-D as dependent variables. Recommendation: The researcher only focuses on the in-patient units, future studies, are recommended to focus on every dimension and category level of units. Apart from that, when looking into job satisfaction and empowerment, to be more specific, the researcher could investigate another dimension by comparing age, and clinical working experience which may provide a depth of understanding of the contribution perception of structural empowerment. Conclusion: The findings of the studies reveal recognition and empowerment are assets to make nurses stay and increase their level of job satisfaction and task assignments.
基金sponsored by the Research Project of Jiangsu Social Science Fund Project,entitled“Research on Irrational Expression of Crisis Discourse”(Grant No.21YYD001)Basic Foreign Language Education Research Project of Changshu Institute of Technology,entitled“A Study on the Regulation Mechanism of Professional Happiness of Foreign Language Teachers in Primary and Secondary Schools from the Perspective of Positive Psychology”(Grant No.2022cslgwgy008).
文摘The success of teachers in professional environments has a desirable influence on their mental condition.Simply said,teachers’professional success plays a crucial role in improving their mental health.Due to the invaluable role of professional success in teachers’mental health,personal and professional variables helping teachers succeed in their profession need to be uncovered.While the role of teachers’personal qualities has been well researched,the function of professional variables has remained unknown.To address the existing gap,the current investigation measured the role of two professional variables,namely job satisfaction and loving pedagogy,in Chinese EFL teachers’professional success.To do this,three validated scales were provided to 1591 Chinese EFL teachers.Participants’answers to the questionnaires were analyzed using the Spearman correlation test and structural equation modeling.The data analysis demonstrated a strong,positive link between the variables.Moreover,loving pedagogy was found to be the positive,strong predictor of Chinese EFL teachers’job satisfaction and professional success.The findings of the current inquiry may help educational administrators enhance their instructors’professional success,which in turn promotes their mental and psychological conditions at work.
文摘Background:This study conducted a longitudinal analysis of the association between job satisfaction and stress or depressive symptoms of employed persons with disabilities(PWDs)based on the data from the 1st to 8th Pannel Survey of Employment for the Disabled(PSED).Methods:After excluding missing values,data on 1614 participants at baseline(1st wave)were analyzed using the chi-square test and generalized estimating equation(GEE)model for data from 1st to 8thPSED.Results:It was found that for each one-unit increase in the job satisfaction score,the stress scale decreased by 0.004(B:−0.004,95%CI:−0.006–−0.002,p-value:<0.0001).Compared to the very high job satisfaction group,the low job satisfaction group was more likely to experience perceived stress(odds ratio[OR]:2.127,p-value:0.001)and experience depressive symptoms(OR:3.557,p-value<0.0001).Furthermore,in terms of the overall satisfaction with their current job among the PWDs,compared to the‘satisfied’group,the‘unsatisfied’group had higher perceived stress(OR:1.593,p-value<0.0001)and depressive symptoms(OR:2.688,p-value<0.0001).Conclusions:There was a close association between job satisfaction and stress or depressive symptoms among employed PWDS.This study’s findings may serve as foundational research to support improving mental health in this population.In addition,it is anticipated that these findings can be used as evidence to improve the work environment for PWDs within the context of Korean corporate culture.
文摘Objective:The objective of this study was to assess and compare job satisfaction and organizational commitment among nurses working on temporary versus permanent basis at a tertiary care teaching hospital,Uttarakhand,India.Materials and Methods:A total of 250 nurses(125 temporary and 125 permanent)were selected using stratified disproportionate random sampling techniques from a tertiary care teaching hospital.Sociodemographic datasheet,Job Satisfaction Survey scale,and Organizational Commitment scale were used to collect data.Results:The study results revealed that the job satisfaction score was significantly higher in permanent nurses(139.1±15.4)than in temporary nurses(131.3±12.2)(P<0.001).However,temporary nurses(85.2±14.4)were more committed toward organization than permanent nurses(80.0±16.0)(P<0.001).There was a significant association between nurses’job satisfaction and their gross salary(P<0.001)and their organizational commitment with the selected profession by own will(P<0.001).Conclusion:The present study concluded that majority of temporary and permanent nurses reported a moderate level of job satisfaction and organizational commitment.This study suggests enhancing employee satisfaction can improve organizational commitment.As well,this study’s findings can serve as a valuable foundation for designing policies to enhance organizational commitment in the future.
文摘The main aim of the research is survey of relationship between personality characteristics with academic staffs’ job satisfaction and mental health in the University of Guilan. The statistic population was all these academic staffs in the year of 2014 (500). 196 individuals have selected by Kerjecy & Morgan (1970) and random sampling method. The research instruments were personality characteristics (NEO), General Health Questionnaire (GHQ) and self-made questionnaires. Pearson’s Correlation, Multiple Regression and Multiple Variant (Manova) have used for analyzing data. Results showed that there was a relationship among neurotic and settlement’s personality characteristics with job satisfaction and neurotic, openness, extroversion personality characteristics and settlement with mental health. Some of personality characteristics had been anticipators of mental health and job satisfaction and personality characteristics with mental health and job satisfaction had differenced depend on sociologic variances relationships.
文摘The purpose of this study is to explore and examine employees＇ perceptions of recognition and appreciation among Telekom Malaysia （TM） employees in Melaka and the psychological influence it has on their job satisfaction, performance, productivity, and commitment towards the organizational goals. According to one of the laws of psychology which ＂says if you want someone to repeat a behavior, you should positively recognize the behavior immediately＂. Thus, it has been positively affirmed that every human being like to be recognized and appreciated because it is an innate aspiration. Conversely, even though there is nothing complex about recognition and appreciation, studies has found that these items consistently receive the lowest ratings from employees. Furthermore, research conducted over so many eras constantly and consistently discovered that people care about fair treatment, thus, recognition and appreciation of employees must be done appropriately and timely in order for the program to be effective and efficient and achieve its full objective and set goal of motivation. The constructs that will be used in this study will be operationalized using previously-validated and originally developed measures with little or no modifications where necessary to suit the present research context while the primary data of this research will be analyzed using AMOS software.
文摘Locus of control theory,which was developed by Rotter,suggests that there are two main types of peoples’behaviors when attributing their failure or success of their life events:external locus of control and internal.The way that individuals act is determined by their expectations of their specific behaviors and the value that they add to these expectations.For instance,people who fit in the internal category are more likely to attribute their life events to their own behaviors,skills,and attitudes,while people who fit in the external category,tend to attribute their acts to fate,chance,and other exterior factors that are out of their control.The aim of this systematic literature review was to define the fundamental concept of LOC theory,to investigate major findings of the theory in accordance with LOC and procrastination,job satisfaction,and performance and lastly,to discuss the practical use of the theory in the organizational context.
